The Concept of the State Migration Policy of the Russian Federation for 2026–2030 (Концепция государственной миграционной политики Российской Федерации на 2026–2030 годы) was approved on 15 October 2025. A year later, the Ministry of Internal Affairs of Russia (МВД; Russia’s federal agency responsible for internal affairs and migration control) reported on the development of digital tools and stronger controls over foreign nationals’ stays. For employers, this information is important primarily as a signal of changes in the hiring and personnel-control environment, rather than as a list of new HR obligations.
What exactly the Ministry of Internal Affairs reported
The agency indicated that a digital profile for foreign nationals was being created and that it would be possible to declare a planned entry through RuID. It also reported the deployment at transport facilities of migration-control points using biometric technologies. These are areas of development of state infrastructure identified by the Ministry of Internal Affairs in its results for the year of implementation of the Concept.
Separately, the Ministry of Internal Affairs reported on an experiment involving the “Amina” app and geolocation data in Moscow and the Moscow Region. In addition, according to the agency, migration units received powers in the area of operational-search activity and inquiry proceedings. The parameters of these measures, the procedure for applying them and the categories of persons affected are not disclosed in the original report.
How this affects workforce planning
An employer should not turn the Ministry of Internal Affairs’ report into a new internal policy: it does not establish any additional actions when hiring a foreign national, identify any new documents or specify any deadlines for the HR function. Consequently, this material does not provide grounds for introducing into the hiring process requirements that are not contained in regulatory acts.
At the same time, digitalization and stronger controls mean that HR should distinguish confirmed requirements from informational reports on the development of the system. For example, it cannot be inferred that an applicant must present an employer with a digital profile, information from RuID or geolocation data: the source contains no such rule.
Where particularly careful control is needed
The work of companies in Moscow and the Moscow Region requires particular attention, since this is where the Ministry of Internal Affairs is conducting the experiment involving the “Amina” app and geolocation data. However, the mere fact of the experiment does not describe an employer’s obligations. Until applicable regulatory acts are issued, HR cannot reliably determine what actions are required from the organization or the employee.
The same logic applies to biometric technologies at transport facilities. The report refers to the deployment of migration-control points but does not link them to specific employment procedures. This is state control infrastructure, not a confirmed stage of personnel onboarding.
How to incorporate the news into the compliance process
The employer’s practical task is to check whether official regulatory acts exist for a specific digital service or experiment and whether they apply to the organization. The check is necessary before changing application forms, instructions, lists of information required from candidates or internal procedures for interacting with foreign workers.
It is also useful to record the source of each requirement in the HR process. If a rule follows from an effective regulatory act, it may be included in the procedure with the legal basis indicated. If it is based only on a report by the Ministry of Internal Affairs, it is more accurate to mark it as information for monitoring rather than as a new obligation of an employee or employer.
What cannot be asserted on the basis of this report
The source does not establish any new obligations for employers, specify deadlines for compliance or describe the consequences of a company’s failure to act. It also contains no list of documents that must be obtained from a foreign national in connection with the digital profile, RuID, control points or the “Amina” app.
The Concept is designed for 2026–2030 and was approved on 15 October 2025. The material contains no other dates. To assess a specific legal situation, it is necessary to consult the official text of the Concept and the regulatory acts governing individual measures, rather than relying solely on the Ministry of Internal Affairs’ summary report.
What to check
- Compare the date and content of the Concept of the State Migration Policy for 2026–2030 (Концепция государственной миграционной политики на 2026–2030 годы) with the official text.
- Do not introduce new HR requirements solely on the basis of the Ministry of Internal Affairs’ report.
- Check whether regulatory acts exist for the specific RuID service, digital profile or “Amina” experiment.
- Separately monitor the rules applicable in Moscow and the Moscow Region, without extending the experiment to other regions without a legal basis.
- Record the regulatory source of each requirement included in the HR procedure.
- Do not request information or documents from candidates unless the obligation to provide them has been confirmed.